Our Hiring Process
Our hiring process is a journey and such an important decision can never be made at one interview. We think it’s important that our clients and prospective staff know what our process looks like.
1. Pre-screening Applicants
All applicants that apply for a career with us will apply by filling in and submitting our online application form.
Bright Care receives a lot of enquiries from people looking to work for us, so every day our recruitment specialist sifts through applications and carries out pre-screening telephone conversations with candidates. During that telephone conversation the applicants will be asked about why they have applied to work for Bright Care and why they are leaving their current role. At this stage, we are looking to gain a sense of their core characteristics. We will also take the opportunity to explain to candidates what it looks and feels like to work with us.
If a candidate is successful at pre-screening, they will be invited into our group interview process.
2. The Group Interview
Interviewing candidates is only part of the decision. We typically conduct interviews in small groups of around 3-5 people where a conversational style is adopted and observing how candidates interact with each other. The interview will usually last an hour or so. At this stage the interviewers also go into more depth about working for us and answer any questions from candidates.
Sometimes candidates might wish to talk privately about more sensitive issues or an interviewer may feel a private conversation is more suitable for certain matters. There is time made for this after the main part of the group interview.
3. Taking Candidates Forward Push Back
Getting the right people is a two-way conversation. We need to know potential recruits are the right ‘fit’ for us just as much as potential recruits need to feel Bright Care is the right ‘fit’ for them.
After the interview, we ask candidates to reflect about whether Bright Care is the right employer for them, and we ask them to get back to us the next day if they wish to take their application forward.
Of course, it remains our decision whether or not we choose to hire them, so we will also give their application some consideration while waiting to hear back.
4. Take Candidates Forward
If both the candidate and the team here decide to take a candidate’s application forward, they are offered a job subject to the following main conditions:
- Three glowing references (including from previous employers).
- Satisfactory background checks with the Protection of Vulnerable Groups (PVG) scheme (Scotland), and the Disclosure and Barring Service (England).
- Successful completion of our on–boarding process and Training Academy to the complete satisfaction of our managers.
- Completion of any relevant shadowing work to the satisfaction of our managers.
It is important to recognise that our standards are very high and if we are not satisfied with any behaviour, action or due diligence check, we will not take them forward.
5. Initial Training with Staff
All staff, regardless of their background or life experience, will go through our Training Academy. This serves two main purposes.
- To teach candidates about our business, what we do, how we do it, where we are going and how their crucial function in the organisation ties into the bigger picture.
- To train, develop and upskill staff in understanding the actual work they will be doing.
The additional, but often undervalued benefit to a training process like ours, is to provide continued opportunity for us to engage and interact with candidates before they start working.
Our initial training lasts around a week and, while no means an exhaustive list, we cover the following areas:
- Company structure, Vision and Operation
- Role of the Care Worker
- Person instead of Task Based Care
- Principles of Care
- Dementia Promoting Excellence
- Infection Control
- Food Hygiene
- Health and Safety
- Adult Support and Protection
- First Aid
- Medication Administration
- Personal Care
- Record Keeping
- Moving and Handling
Training and professional development is ongoing throughout employment with us through regular refreshers, updates, and other training sessions. We also have a very engaging online ‘E-learning’ training scheme running.
6. Shadowing and Probationary Period
Once a carer has completed their training, their assigned Care Manager will get alongside them and facilitate shadowing visits with clients, where appropriate, to further develop them.
7. Matching Carers to our Clients
Once Bright Carers have completed their shadowing, we look to match them with clients. We consider this one of our core areas of expertise. Getting this right is critical to a care package. Our Care Managers will continually collect feedback through regular visits in the field and office–based catch up meetings with staff on how a package of care is going.
Building Strong Relationships With Staff
We subscribe to the simple notion that if we truly care for, and nurture, our staff then in turn our clients will be truly cared for and nurtured.
There are many things we do to help our staff feel valued and part of our family, and here are a few.
- All our carers are assigned to a Care Manager whose job it is too support and mentor them in their role.
- Periodical training sessions.
- We contribute significantly to the costs associated with getting staff at all levels through their SVQ training in Scotland.
- Bi-monthly staff update emails.
- Our Care Worker of the Month (and Year) awards.
- Regular social events throughout the year, including our hugely popular staff and family summer BBQ.
- Regular requests for filling out our feedback questionnaires.